Qualifikation und Qualifizierung älterer Arbeitnehmer (Qualification and training of older workers)

"In the first part of this paper key data on the qualification and training of older workers are presented and in the second part fundamental scientific concepts and findings are discussed. On the basis of recent data and surveys it can be proved that it is no longer possible to speak of a lower level of formal qualifications among older workers compared with younger workers or of a further training abstinence among older workers. Older unemployed people are, however, represented to a far lower proportion in further training measures promoted under the Social Code III than corresponds to their share among all the unemployed. Also the so-called deficit hypothesis of ageing, the assumption that abilities decline 'naturally' with age, which is frequently represented by firms and even sometimes accepted by workers, is not substantiated empirically. The greatest performance and learning barriers for older workers are rather activities performed long-term in which there is nothing to learn, with the result that in addition to losing abilities previously gained, the workers even forget how to learn (disuse effect). Taking as an example different qualification levels, the paper goes into the criteria that work and organisation structures should fulfil in order to do justice to the demand for an organisation of work that promotes learning and health. The concepts of work-integrated and life-long learning are the focus of attention here. At the same time the problems that arise for the further vocational training of the unemployed are addressed. Key words in this context are transfer problems in putting into practice the skills gained in training and 'training for the stockpile'. As vocational training must always concern gaining competence to act, the paper finally discusses the importance of knowledge gained through experience, which is an essential component of occupational ability with so-called modern technologies, too. Knowledge gained through experience results from the duration of time that an activity is performed, which means that older workers usually have a greater amount of knowledge gained through experience at their disposal than younger ones. The question is asked as to what knowledge gained through experience actually is, what it achieves and how it can be passed on to others." (Author's abstract, IAB-Doku) ((en))